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NSW Premier’s Department | Executive Development Program | November 2009. Aboriginal engagement in the nsw public sector. Recommended Strategies for Employment and Retention. Project Team Members. Oriana Augustson Manager Corporate Strategy and Governance

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NSW Premier’s Department | Executive Development Program | November 2009

Aboriginal engagementin the nsw public sector

Recommended Strategies for Employment and Retention

Project Team Members

Oriana Augustson

Manager Corporate Strategy and Governance

TAFE NSW – South Western Sydney Institute

Niall Macken

Heritage Architect, Planning Heritage and Urban Design

Sydney Harbour Foreshore Authority

Derrick Oliver

Manager Membership Administration

NSW Rural Fire Service

Janice Smith

Infrastructure Communications Manager

Roads and Traffic Authority of NSW

Project Objective

The aim of the project is to identify strategies to engage more Aboriginal people into the NSW Public Service and to support their ongoing career development

Why is this question important to answer?

Each NSW government department has a charter to increase the number of Aboriginal people employed. Following research and an analysis of a selection of NSW Government Agencies, this project identifies strategies that can be adopted to engage and retain Aboriginal staff

The benefit to the NSW Government is a constructive and overarching approach of working towards this key objective

Project Methodology

Review of Government policy

Individual Agency strategies

TAFE Research

COAG & NSW Government agenda and policies

COAG Framework

NSW State Plan

Making it our Business

Commonwealth Government

NSW State Government

Coalition of Australian Governments

Overarching Agreement on Aboriginal Affairs between the Commonwealth of Australia and the State of New South Wales 2005-2010

Intergovernmental Aboriginal Affairs Group

Two Ways Together

Department of Premier and Cabinet

Regional Coordination Management Groups

NSW State Plan

Making It Our Business

Regional Engagement Groups

NSW Public Sector

Workforce Strategy 2008-2012

Local level (Shared responsibility agreements)

Individual agencies

Aboriginal Action Plans

Aboriginal Employment Strategies

Review of Agency AES

Some NSW Government agencies and departments have a specific Aboriginal Employment Strategy, others operate under a broader Human Resources Plan

The level of detail provided is dependent on the specific roles and responsibilities of individual organisations

The NSW public sector has a target to employ 2% of staff who are Aboriginal or Torres Strait Islander people – however this target is not broken down by position (e.g. cadets, trainees and apprentices vs. management or leadership positions)

Group Member Agency Review

NSW Department of Education and Training – TAFE NSW

Sydney Harbour Foreshore Authority

NSW Roads and Traffic Authority

NSW Rural Fire Service

NSW Department of Conservation, Climate Change and Water

NSW Police Force

DET – TAFE NSW

Key charter - “meeting the needs of Aboriginal people is core business for NSW Public Sector agencies. We have a responsibility to promote the employment of Aboriginal people and support Aboriginal staff once employed”

TAFE NSW has partnered with the DPC to provide sector-wide cultural education and training

In 2008, the Department’s number of employed Aboriginal people was 2.3%

Sydney Harbour Foreshore Authority

Aboriginal employment strategy addressed as part of the overall human resources planning.

Initiatives include signing of a Principles of Cooperation agreement with Metropolitan Local Aboriginal Land Council

Contribution to help provide training, employment and life opportunities for Aboriginal people (eg. Support for the Tribal Warrior Association)

Proposal to employ an Aboriginal tour guide

NSW Roads & Traffic Authority

Has developed successive Aboriginal Action Plans (AAP) since 2001

Current AAP (2009-2012) involves the implementation of an Aboriginal Employment Strategy (AES) 2009-2012

Commitment to provide employment opportunities to Aboriginal people and to retain them in a supportive and culturally sensitive workplace